I talk with recruiters all day long. Consultants, Managers and Business Owners. Some may say I’m a masochist… even I think I’m crazy sometimes.

You see, on one hand I have my clients. And their favourite line is…

‘Craig… I need you to find me someone with 3-5 years experience, billing $400k plus annually… oh, and no job-hoppers…’

My thoughts? Even if I sent Indiana Jones on a quest with camels, freshly cut sandwiches and a LinkedIn Premium account, he may take a number of years – and a hundred false starts – to uncover a treasure like that…

On the other hand I have my Consultant candidates. And they tell me that whilst activity is up, billings are flat – based on decreased hiring intentions and margin pressure. Sounds plausiblish… (Oh come on spellcheck – surely plausiblish is a real word?).

So, it got me thinking. What does a Recruitment Consultant really look like? Not in the brown eyes, dark hair 6’2” kind of a way… More in the billing vs experience vs tenure type of information…

It led me to set up a simple anonymous online survey targeted at Recruitment Consultants… The number of respondents was phenomenal  – 1,110. That’s right 1,110 Consultants completed the survey. The data was very interesting and raised more questions than answers.

I ruminated (I’ve been dying to use that word in a blog for months!), for awhile about how I should present this data to the industry, how I could sense check it against existing industry beliefs, what it all really means, and – most importantly – how I could package the data to launch my consulting career, when I had a ‘light bulb’ moment…

‘Why not,’ I thought, ‘create a similar online, anonymous survey for Recruitment Managers and Owners?’

Brilliant… right? Basically I would have 2 sets of data, which hopefully franked each other and we could use to pin point challenges in the industry and commit to solutions… So, I dutifully launched the Recruitment Manager/Owner survey, and I had 112 respondents.

Rubbing my hands with glee I analysed the results… and they basically couldn’t be more different if I’d staged them!!!

See (very brief) summary below

1.  Years of experience.

• 66.87% of Consultants said that they had 3 years or less industry experience.
• 73.21% of Managers/Owners said that their Consultants had 3 years or more industry experience.

2.  Years with Current Employer.

• 82.03% of Consultants said that they had been with their current employer for 2 years or less.
• 92.73% of Managers/Owners said that their Consultants had been with their business for 2 years or more.

3.  Billing.

• 58.11% of Consultants said that they were billing $20k or less per month.
• 77.77% of Managers/Owners said that their Consultants were billing $20k or more per month.

There seems to be a huge disconnect between expectation and reality – and… which group do we believe?

I will be presenting a more detailed analysis of the results and how they may help your strategic development at the RCSA International Conference in August.

If you want access to the filtered data relevant to your business – contact me. *WARNING – it will cost you… after all I’ve been in the industry almost 20 years, and in my current business for almost 4. If I were to believe the Managers and Business owners out there I need to bill $45-50k per month… better get on it…

Craig Watson

After 26 years in charge of Manchester United, Sir Alex Ferguson has resigned. You don’t need to be a football fan, or even a sports fan to know who Fergie is. And don’t worry; this blog isn’t going to be some indulgent (yes I am a Red) review of his staggering success and the legacy he has left.

His resignation was apparently a shock and came out of the blue. If that is the case the corridors of Old Trafford should now be running wild with panicked executives in crisis mode.

What is going to happen now? Who is going to fill that big hole he leaves? Will others leave now that he is going?

But I suspect the opposite is happening. I suspect that this day has been in the planning for some time. And as such, their business has the answers to all the above questions. If your star employee resigned, would you already have the answers?

When someone resigns, it is usually a surprise, unless you are managing them out of the business (or they are 71 years old!). We don’t see it and therefore we are not prepared. So a desk sits empty, or a team has no manager, or a business has no leader until a replacement is found. And that can take some time. You might end up having to compromise on someone not quite as good.

The bigger the star, the bigger the problem. But the bigger the star, the less likely we are to be prepared. Because why would our star leave?

Well they do. You probably did once, or you might in the future. It might have been for a better opportunity, or to start your own business, or because you were relocating.  It would be stupid to think you are immune from anyone in your team resigning. So it is also stupid not to do anything about it in preparation.

Most of us will know who some of our competitors are. Some will know exactly who is who in the zoo. But even if you know every name, their kids names, their birthday and where they go on holiday it doesn’t really help you if they don’t know you. Hiring another star takes time. They don’t apply for jobs, and probably won’t move just because you call them out of the blue and offer more money. It usually happens over months or years of phone calls, emails, meetings, and lunches. So when you need to act, you are already talking to a lot of them. Much more chance of making your problem go away quickly that way, than starting to think about it when the resignation happens.

And………..

….*WARNING Shameless plug for recruiters coming up…..*

If you haven’t got the time, energy, interest or capability to do it yourself, get a recruiter involved. Let them stay in contact with the stars for you.

So, when Jose Mourinho is announced as Fergie’s successor, it isn’t because they spoke to him for the first time last night after Fergie resigned. It is because they have been courting him for years, knowing that one day they wanted the self-proclaimed chosen one to take over. It is no coincidence that Mourinho started to make rumblings about wanting to come back to England as long as two years ago. Here’s hoping anyway…..

Whilst you are reading this your star might be emailing you their resignation. Are you prepared ?

Luke Collard

Now please, don’t get me wrong – a healthy dose of crap TV is a great stress relief. A little bit of Beauty & The Geek, Come Dine With Me or even The Only Way is Essex helps make us all feel a little better about ourselves right?

But what about this over-saturation (is that even a real word?) of talent shows??? The Australia’s, or Britain’s or America’s, or Manu Province Papua New Guinea’s Got Talent… X-Factor… The Voice… Idol… I could go on…

These shows – and the fact that I have no real blog topic this week – got me thinking about talent in our (that’s recruitment) industry…

Unless you’ve been living under a rock (highly uncomfortable, and lets in a nasty draft during winter…), you would be aware that we  – as recruiters – are members of a much maligned and misunderstood industry.

We are forever the butt of abuse from candidates… ‘I never hear back from recruiters when I apply for jobs’ (as an aside – a long aside, but an aside nonetheless – I received an application from a candidate yesterday for a Management Role – where I was specific in required experience… a number of years in the niche, measurable commercial/agency recruitment success, existing professional network, tertiary qualified etc… This applicant? Had only one job since leaving high school in grade 10… three years as a freelance rap dancing instructor. Now, I am supposed to take time out to respond to this applicant as to why they are not a right fit for the role??? Seriously, they can moonwalk over and kiss my..).

Anyway, you get the picture… candidates who aren’t successful often have an axe to grind with the recruiter. Similarly, the client often sees us as a ‘necessary evil’ but conveniently ignores the value our industry can provide their business, as a ‘trusted advisor’, or ‘strategic partner’.

So, what if we could hi-jack a major TV network and put on a series such as Recruitment Voice… Recruitment X Factor… or Recruitment’s Got Talent? No, seriously… work with me here, it’s not as stupid as it sounds… (*Disclaimer – before I continue I realise there have been a few unsuccessful attempts at Recruitment TV shows…Top Recruiter, The Headhuntress, to name a couple, but I am talking about something much, much bigger.).

A captive audience, a panel of high profile recruiters as judges… and the contestants are candidates! Brilliant right? We could start with blind interviews – where the recruiters (judges) backs are turned, so contestants (candidates) are not judged initially on appearance or presentation. The judges could shortlist candidates into teams, then battle over behavioural interviews, personality assessments and business plan presentations… Over a series of weeks each judge (recruiter) whittles down their team and their shortlist interviews live in front of the Client. On the grand final, referees are invited on live to give their reference checks live to camera… the audience at home can sms, or vote online… then the winner is announced.

What absorbing, high rating, adrenalin pumping TV right?… no… what crap!

Point is, we as recruiters are never going to get the opportunity to let the wider television audience know the value we provide day in, day out. Our reputation is going to continue to be moulded by our interactions every day with clients and candidates. We do make mistakes, we do get lazy and sometimes we do get selfish… Make a promise to yourself that you will try to make a few less mistakes, be less lazy and above all to not be selfish. By doing so you will become a better recruiter, and you will help to rub off a little of the stigma that tarnishes the silver fabric of our great industry…

Craig Watson

So, what has ANZAC Day got to do with recruitment ? Well, nothing really (although I am sure some creative blogger will come up with “15 reasons why …”). However, a day like today does give us a prompt to reflect on stuff. But before this blog starts sounding like a sermon or a DIY hippie manual,  I will cut to the chase….

Recruitment is a tough old game. In such a fiercely competitive industry, emotions run high and it is inevitable that people fall out. I am sure we have all been there at some point, be it with a client, a candidate, a manager or  colleagues. In my line of  Rec-to-Rec it sometimes feels like we are copping it from all angles some days !!!!  Most of the time it is nothing more than a little spat that is quickly forgotten. Other times, it is a bit more significant. And sometimes those situations can become unpleasant and unnecessary feuds.  I pride myself on not finding myself in those scenarios very often at all. But recently there have been a couple of such situations in our business.

So, today seems like the perfect day (alongside the beer and footy) to put a bit of peace and harmony out there …. and remind myself that it’s better to be friends and where necessary kiss, make-up and move on. So to that end, I wish all of my colleagues, candidates, clients and most of all my competitors a happy ANZAC Day.

Luke Collard

‘Craig, I need someone now! We’ve just picked up a major PSA client with volume roles.  At the moment I’m working the desk and it’s taking me away from what I need to do…’ Note the tone of desperation in this Manager’s voice…..

‘Sure, John, we’ll get on it straight away.  It may take a while to find the right person.  Would you consider a Contractor to help you out in the meantime?’ There I said it… the dreaded ‘c’ word….

‘Um…. No…. We don’t really do Contractors Craig.  I’ll muddle through until we find someone permanently.’

‘Are you sure John? I’ve got someone who can start on Monday and will be able to give you six months?  They have 18 months experience, but he’s committed to going to university in September…’

‘No….No… We really want someone permanently. Contractors leave whenever something better comes along, they will probably take our database with them, and it’s just not worth the effort…’  We ‘to and fro’ for a few more minutes,  I won’t bore you with the details – bottom line is the Recruitment Industry is……. Contractorist!

That’s right ‘Contractorist’ (Contractorist – adj. Describing a person or institution who discriminates against Contractors.) – OK, I made that word up, but you get the general idea….

Let’s look at the main arguments against contracting in agency recruitment:

1. Continuity and Tenure – Most contracts are 3-6 months. This doesn’t allow effective relationship building within accounts
2. IP – The recruitment industry is a Sales industry where client and candidate data is the most important asset of any business.  Contractors may take this information to their next employer.
3. Training Time – Teaching process, database etc. would take too long

Now…… Let’s look at the facts….

Fact 1 – The average tenure of a Consultant in an agency recruitment in Melbourne is……… wait for it…….. 13 months!!!!  That’s right 13 months.  I know many recruitment owners/managers may say their retention rates are much higher, but you can’t argue with the stats.  We randomly selected 82 resumes from our recruitment consultant database to put that data together.

Fact 2 – 17% of Contractors in the IT industry ‘go perm’ after accepting a 6 month contract. And a further 62% have their contracts extended for (at least) another 6 months. (IPro data 2011). Yes, I understand the IT Industry has little in common with agency recruitment, but this stat shows that at least 79% of all contractors within the IT industry remain with their employer for longer than 12 months… So, if we accept the premise that 79% of all contractors remain with their employer for over 12 months, and the average tenure of a full time ‘permanent’ Agency Recruitment Consultant in Melbourne is 13 months we begin to see the arguments against using contractors beginning to lose their allure…
Fact 3 – I don’t care who you are, or what you say – it can not be productive, efficient or cost effective to have a Manager sitting on a desk to the detriment of their other duties, (which may include running their own desk).
Fact 4 – Permanent Employees pose as great a risk to your IP as Contractors. They have the same access to sensitive data – and, as shown they will probably stay in your business for a similar length of time….

Contractors do have a place in Agency Recruitment. Whether they be on a project basis, or as a stop gap whilst you make your next strategic hire.
It really is time to practice what we preach to our own clients, and open up this important pool of talent to our industry.

And, just to leave you with my thought of the day…. The more I think about it, the more my twitter has become like my fridge… I know there’s nothing new in there… but I keep on checking it every 10 minutes just to make sure…

Craig Watson

Take a look at company websites, job adverts, the little grab line on a business card or wherever else ‘culture’ is being described. You inevitably see the same sort of stuff…..

There are usually too many words. Some companies take a whole page on their corporate website to sell you their culture.  They are this and that, and a bit of this and a little drop of that and a bit more of something else and blah blah blah…a big long wish list, trying to be all things to all people.

And we generally all use the same words. I have just taken a random look at about 20 recruitment agencies websites and adverts and found the word ‘professional’ appearing 12 times, ‘innovative’ (10), ‘market-leader’ (9), ‘consultative’ (7) and ‘autonomous’ (5).

Then, there is the opposite problem of “thesaurusitis”. In trying to find new and fancy ways to describe our culture we reach for the Thesaurus to find a different ways to say what we mean. The problem is that the meaning gets lost and you end up coming across as a bit pretentious.

A lot of people also fall into the mistake of describing what they think people want to hear, as opposed to what the reality is. Sure, we all need to sell our culture as positively as possible. But when it sounds like some sort of mythical nirvana it really beats the point, as you just sound full of bull.

Then some lose the plot totally and mix up culture (i.e. what it is like to work there), with brand (the service you are providing). OK, these two things play into each other, but when you start describing your brand as ‘cool’ then you’ve got a problem. Sure, having a break out room and casual day on Fridays might well be important to a prospective employee, but a client isn’t going to give a monkeys how ‘cool’ you are.

When culture is so important, I think that defining and communicating it is something many of us could be much better at (one again, hands up here). Ask any of your clients, friends or colleagues to describe the culture of their business, and see how many give you a really concise and original answer that leaves you with a clear idea of what they are like and why they are different.

I have been doing that exercise this week …but with a twist. Do it in only two words. Try it and you will find it is harder than you think. But, if we are genuine about taking the culture thing seriously, as opposed to just doing it because you have to, then we should all be able to do this – with honesty, originality, simplicity and clarity.

Let us know what you come up with…..(remember, only two words).

Luke Collard

It’s a tough gig we have. Pressure to perform in a very, very competitive marketplace and disgruntled candidates that believe they are qualified for every vacant role in town.

Sometimes the pressure gets too much and we say things to colleagues, bosses, clients, candidates and even competitors in the heat of the moment that we don’t mean. An errant email that is mistakenly sent to the wrong person. A social media blunder that builds like a Pacific Ocean Tsunami. Or, avoiding making that awkward call to a candidate… and that never ends well…does it?

So, I’m launching a little campaign to help wish away the negativity, the bitterness and the blatant nastiness that can hover like a North Korean nuclear threat over our wonderful industry. I was going to call it ‘Hug a Recruiter Day’… but… meh… it’s been done… well not ‘Hug a Recruiter Day’ but it doesn’t take a very thorough Google ™ search to see there has already been everything from Hug a Redhead Day to Hug a Croatian Day… How many of you are headed straight to Google™ to check? Go on… be honest…

So, I’ve decided to call it… Sunshine, lollipops and rainbows everything that’s wonderful is what I feel when we’re recruiting…day… Don’t ask me how I came up with it – stroke of purely original brilliant thought… right?

Anyway, I’ve decided that Monday 8^th April 2013 is going to be the inaugural Sunshine, lollipops and rainbows everything that’s wonderful is what I feel when we’re recruiting…day…

How do we celebrate this auspicious occasion I hear you ask. Well quite simple really. I am going to ask you to do 3 things on Monday April 8^th 2013.

1. An office based good deed – This could be anything… clean the office kitchen… bring in a cake to share… give someone a sincere compliment… offer to do something outside your job spec… c’mon – you’re smart – good deeds are easy, and usually don’t cost you anything.
2. A candidate based good deed – I want each of you to re-visit a candidate that you couldn’t place over the last 3 months and give them a call. Ask them how their job search is going. If they have found work, congratulate them. If they haven’t, draw on your experience to give them some relevant and helpful advice.
3. Mend a bridge – If you have been in recruitment for more than 2 years chances are you have been guilty of upsetting someone (or numerous people) in your travels. Workmate, boss, employee, candidate, client or competitor. We have almost to a man (or woman) all done it… Time to pick up the phone and apologise. It’s tough I know, but it will improve you as a recruiter… and a person.

So, what do you say? Monday, April 8^th 2013… that’s next Monday you know! The first annual Sunshine, lollipops and rainbows everything that’s wonderful is what I feel when we’re recruiting…day…

Do your bit to improve the image and the professionalism of our Industry. And if you can’t… take a sickie on the 8^th and look for a new career…

Craig Watson

When it comes to putting together a LinkedIn profile, just like a CV, many will be a little creative with the truth. Fair enough to a certain point. I don’t really have a problem with a little cherry on the top to present oneself in the most favourable light or even missing out stuff that isn’t really relevant (I don’t think my small stint working on a fairground is necessary to include for example!!!). But then there are those whose profile is just full of lies…. big, fat, juicy, Lance Armstrong-esque lies

These lies come in various forms.:

The obvious is those that make-up (or forget) large chunks of their career. Dates of previous employment are changed to conveniently fill gaps, often at the same time hiding jobs that they don’t want to reveal. 

Then there are those whose descriptions of what they did, or are currently doing in a job is so far from the truth it is like reading an article in a tabloid paper.  A basic “Recruitment Consultant’ suddenly gets a promotion three years after they left to ‘Team Leader”

Some people’s long list of recommendations read as if they are some sort of demi-god. We all like a genuine recommendation and especially when it is unsolicited, But when they are just are an exercise in mutual back slapping … “You don’t know me that well but say something good about me (I will even write it for you) and I will do the same back”. …well, it doesn’t really mean anything.

And there are those whose profile, updates, job postings and general big noting of themselves have as much truth to them as the Easter bunny (I am pretty sure no one under the age of 10 who reads this blog…. but sorry if I just shattered your innocence!)

There is very little anyone can do about this. LinkedIn is a public site and as long as you are keeping it ‘clean’ then you won’t come under the attention of the LinkedIn police. Maybe you should be able to report an offender – maybe you already can, I don’t know? But that is not really the point; and in any case who can really be bothered – I have better things to do with my time.

But what we should all definitely take the time to do is not assume everything we read on LinkedIn is true. If you automatically just believe what you see then more fool you. And that applies not just to recruiters sourcing candidates, but also to candidates sourcing recruiters. Just because someone says their business opened two years ago, don’t assume it is true – maybe they have actually only been in business for 6 months (you know who you are) !!!  Similar to when a candidate says they were at their last employer for 3 years as General Manager – but in reality were only promoted into that role in the last 6 months.  Or the person who was ‘travelling’ for the last year but in fact have been in a series of failed jobs. I could go on…it is shocking the number of fraudulent profiles out there.

As LinkedIn continues its popularity with recruiters, in many cases becoming the primary sourcing tool, and replacing CVs as that first look at someone, so we all need to be much, much more vigilant.  Smart recruiters will continue to do what they have always done and be thorough in checking someone out. Poor recruiters will just make assumptions and believe what they see, either out of naivety or laziness.

Luke Collard

 ——–

 Enjoy our blogs……

Subscribe through the “Follow Blog Via Email” tab for your weekly dose of everything recruitment from the serious to the stupid.  

Let’s just say the conversation was about as interesting as a sightseeing bus on the Nullabor. So interesting in fact, my wife had flitted away from us very very early on..

‘I’ll go and get you another drink and find us something to nibble on.’ She smiled. But her eyes were saying something very different. ‘You’re on your own  – sucker!’

The Accountant and I – let’s call him… ummm… Eugene… continued to make small talk for the next few minutes… weather… he didn’t care much for the sun… sport… he didn’t care much for sport… wine… he didn’t care much for alcohol… a few prolonged moments of silence ensued… then…

‘So Craig,’ he pontificated. ‘What do you do for a living?’

‘Oh, I’m in recruitment.’ I replied. My eyes scanning the party for my wife, hoping – no praying – I was going to be saved… or at least she had secured a plate of arancini balls and a fresh beer for me…

‘Ohhhh recruitment, I see.’ Do you? Do you really see? I doubt it very much – oh, and here comes the, confirmation. ‘It is a disgusting industry. Recruiters are the modern day Slave Traders.’

Excuse me? I thought. ‘Excuse me?’ I said… with maybe a slight hint of confusion – or unbridled anger – in my voice.

‘Don’t get me wrong,’ he preached. Don’t worry buddy,I won’t get you wrong. I’m not even going to get you a beer, or an arancini ball. By the way – where’s my wife?

‘I just don’t see the difference.’ He continued. Dismissively waving his hands in the air.

‘Well Eugene,’ I countered… in a very measured tone. ‘I’m not sure who you speak with when you are looking for a new role, but I’ve been in the industry for 20 years now, and I’m fairly sure I have a pretty good grasp of how it works. In my experience I’ve never come across any recruitment consultant who travels to a far away country to kidnap a bunch of candidates, then sails to the new world (or if there’s no wind has his new candidates whip out the oars and row), and then auctions off these candidates to the highest bidder with no regard for their welfare. So to be quite honest Eugene… and don’t get me wrong… I’m pretty, bloody offended by what you just said!’

And with that I dramatically turned on my heel and strode away… over to my wife, who – by the way – had found that plate of aracini balls and assured me she was just making her way back with my beer.

Point is this. It is easy, very easy to make generalisations about industries, people and situations. Eugene clearly had had a bad experience with a recruitment consultant – maybe more than one bad experience. And now he has formed an opinion – a very negative one – based on his experience. It’s dangerous, and it’s wrong.

In the recruitment game we have all had a bad experience with a candidate who’s let us down, or a client who has stuffed us around. It has happened and it will continue to happen. We are dealing with humans and everyone is different…

My advice though is don’t make generalisations, don’t expect every candidate to be dodgy, or every client to be dishonest… most aren’t.

You will enjoy your time in the recruitment industry much more if you are positive in your relationships, believe what you are being told and work with a strong code of ethics. Sure you will be disappointed from time to time – even surprised with some behaviour. But the unpredictability of what we do is a major part of its charm…

And, if you want an uneventful, predictable… dare I say it… boring career… go work in a library… or… maybe… as an Accountant.

Craig Watson

Now, I don’t want to paint a picture of recruitment being a dodgy industry full of unscrupulous sods trying to make a quick buck.  From my experience the large majority of recruiters are the opposite – decent professional honourable folk working within ‘the rules’ in a competitive market. But, as we all know, there are those who have little regard for doing the right thing and will do whatever it takes to make a dollar. And whilst I honestly don’t waste much time worrying about them, I do get pissed off when you come up against the same offenders time and time again.

When the vast majority of us are doing things the right way, why should those that don’t, be allowed to continue to operate and get away with it?

So, instead of another sporting based blog, here is a very quick five point plan to put that right:

1. The introduction of a recruitment licence (different to a qualification) with a set of rules that must be abided by.  A central body that award licences both to individuals and agencies manages it.

2. Any licensed agency or individual can be audited anytime.

3. A formalised process by which anyone  (candidate, client, competitor or someone else) can make a complaint against a licensed recruiter, and that complaint will be investigated and a determination made

4. The power to punish licensed recruiters if they are found to have breached the rules, both with monetary fines and in extreme cases removal of the licence.

5. As any licence will have to be voluntary it will need to be supported by an on-going campaign to promote its awareness and give it credibility not only amongst recruiters but clients and candidates who use recruiters also. This is the key one – without it none of the above matters.

I should mention that, although it is not the first time I have raised this topic, my five-point plan is more food for thought than an absolute solution, And it probably has more holes in it than Swiss cheese – I look forward to being shot down and taken to task over it!!! But I’m putting it out there again because. …what is the alternative?

The usual argument against legislating the recruitment industry is that ‘rogue’ operators don’t last long and exit the industry leaving a trial of messy deals and unhappy people behind them. Probably true. But I have been working in recruitment for over 10 years and they existed back then and they do now.

The other common argument is that it is simply not required. Well, the next time you are on the receiving end of your candidate getting back doored, a competitor stealing a placement from you, not having a fee paid, not being paid a bonus by your employer or whatever else…then you can’t really complain.

I have always gone along with the theory that, if you have nothing to hide and operate professional and honourably (all be it with a fiercely competitive spirit) then why would you not want this. I am certainly no do-gooder, nor do I want our industry to become full of red tape, and neither am I perfect. But I for one would prefer not to have our industry open to rouges and, if it is ever required, have a bit of back up in my corner…then I could write blogs about sport which is much more fun.

Luke Collard